Hopefully, as an organisation, you’ve ensured that your internal coaches are trained and qualified before they undertake any coaching with your staff. However, once the training is over and your coaches have their qualification, how do you ensure that the quality of their coaching and their professional development?
The answer lies in Coaching Supervision.
The consequence of failing to provide adequate supervision for your internal coaches is that they run the risk of causing more harm than good, which could damage the reputation of themselves, your coaching programme and your organisation.
Organisations that establish clear measures for their coaching programmes will have a much better understanding of the commercial impact of getting it right and the damage that can be done if they get it wrong. Investing in supervision is a way for organisations to protect their investment in coaching.
By understanding the outcomes of both coaching and supervision, organisations are much more likely to be able to establish and sustain coaching practices in the long term.
Wellbeing for Coaches
Supervision also protects internal coaches who are far more likely to be subjected to bias, pressure, intimidation, isolation, conflict, confidentiality issues, and power dynamics; because their coachees are also their colleagues.
Organisations that engage positively with supervision gain a degree of reassurance that their internal coaches will be able to overcome any challenges without causing harm to the people involved or to the reputation of the organisation.
Supervision provides a ‘safe space’ that has it’s roots in the world of psychology and coaching is ultimately all about psychology. Having the opportunity to unpack coaching issues in a safe space can be essential for the wellbeing of a coach.
Supervision sessions provides the coach a chance to air their frustrations and to talk about problems, difficult relationships or awkward situations, in a confidential setting. This process helps the coach to deal with the potential stresses and pressures of the role and to ensure that continue to coach in the most effective way possible.
Development for Coaches
Supervision also bridges the gap between coaching theory and practice. A coach can use their supervision sessions to be coached on real issues that will increase their awareness and expertise. Also, if a coach reaches an impasse with their coachee, they can refer to their supervisor who may provide new approaches or reminders of existing knowledge that might assist the coach. There is real learning to be gained in thee supervision conversations, which is likely to improve the coaching experience for all involved.
Maintaining Ethical Standards
Ethical issues are often complex and this is an area that troubles many coaches. The difference between right and wrong is subjective and will depend on our own beliefs, values and map of the world. With their supervisor the coach can discuss ethical issues that are troubling them without breaching the confidentiality of the coaching relationship. If a coach is troubled by the coachee’s behaviours or opinions they may feel uncomfortable in addressing them, but are left without an avenue to explore how they are themselves feeling.
A supervisor can help the coach to untangle their thoughts and feelings and frame what is happening in the coaching room in a broader ethical context, adding some objectivity to the situation. The supervisor acts as an independent third party that brings balance and reason to difficult situations.
Ensuring the quality of the work that coaches undertake is an essential aspect of supervision. Even trained and qualified coaches are not immune to inappropriate or unhelpful practices.
Supervision plays an important role in helping coaches to explore whether their coaching is effective. A supervisor can help the coach to reflect, plan discuss, receive feedback and learn. Supervision can also ensure that new coaches don’t fell in to any bad habits before they have a chance to normalise them.
Coaching supervision helps to raise standards across the coaching profession and improves the impact of coaching within organisations. This assists in developing a coaching culture that provides consistently positive outcomes. Supervision, whether it be delivered 121, in groups, virtually or through peer supervision, helps to ensure that the organisation has the right calibre of coaches who are capable of delivering excellent results.
Coaching is a skilled discipline, and to excel, coaches need more than just training and qualifications; they also need high levels of integrity, self-awareness, empathy and professionalism.
Supervision, with expert supervisors, is vitally important in helping coaches to reflect, learn and continuously develop they coaching expertise. In doing so they will be better prepared to overcome challenges, learn and develop new skills, and in turn deliver the best possible coaching for their coachees and for the organisation.
At Silver Lobster we provide the following all of our supervisors are qualified to the level of the ILM Level 7 Diploma in Coaching Supervision and we provide coaching in the following ways: –
- One to one supervision, either face to face or virtually.
- Group supervision, either face to face or virtually.
- A combination of the two methods described above.
Our supervision programmes are developed in collaboration with you to ensure your desired outcomes. To start a conversation about how we can help you with your coaching supervision requirements, just complete the contact form below.
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